About stylemattersconflictinventory2013


Published on

Detailed information about Style Matters: The Kraybill Conflict Style Inventory. Formats, support material, pricing, user comments.

  • Be the first to comment

  • Be the first to like this

No Downloads
Total views
On SlideShare
From Embeds
Number of Embeds
Embeds 0
No embeds

No notes for slide

About stylemattersconflictinventory2013

  1. 1. Copyright  2013.    www.RiverhouseePress.com      Center@RiverhouseEpress.com                                                 We’ve worked hard to create a group of products that are user- and trainer-friendly. We’re truly honored you’ve chosen to check us out. So…..       Meet  the  family….!   A print version in full color or black and white.   A PDF version that trainers can reproduce for a modest per user charge.     An Online Version, our pride and joy, with automated scoring, a six page personalized, emailable score report, and a self-guided tutorial for interpreting scores. (Sample Score Report at the end of this packet.)      
  2. 2. Copyright  2013.    www.RiverhouseePress.com      Center@RiverhouseEpress.com       An eighteen page downloadable Trainers Guide, free to all takers. (Our contribution to the cause of high quality training.) Designed to help anyone with basic group leadership skills to lead an effective conflict styles workshop.   An easy viewing ten slide “Intro to Conflict Styles” View it now. A Consultant Dashboard for consultants and trainers who want fine-grained control over the user experience of their group. Track from one page who has taken the inventory, and even control when users get to download their scores!  
  3. 3. Copyright  2013.    www.RiverhouseePress.com      Center@RiverhouseEpress.com                      About  the  Style  Matters  Conflict  Style  Inventory     Available   in   several   colorful   formats,   Style   Matters   is   a   research-­‐validated   training   and   consulting   tool   that   scores  users  on  five  common  responses  to  conflict.    A  unique  feature  is  its  cultural  flexibility,  achieved  through   differing   instructions   for   users   from   individualistic   and   collectivist   cultures   and   discussion   exercises.     Each   conflict  style  has  several  pages  outlining  its  strengths  and  the  costs  of  over-­‐using  it,  plus  tips  to  support  best   functioning  of  people  who  favor  the  style.                 Users  need  ten  to  fifteen  minutes  to  take  the  test.  Interpretation  can  be  done  in  30  minutes  or  up  to  8  hours.         You  can  download  a  fifteen  page  Trainers’  Guide  for  free  and  place  orders  at  www.ConflictStyleMatters.com.     Style  Matters  is  available  in  print  in  full-­‐color  or  part-­‐color  for  $5.95  to  $9.95  depending  on  quantity.    A  PDF     version  can  be  downloaded  from  our  site  for  $6.95  and  rights  purchased  to  make  copies  for  $3.50  per  copy.       The  Online  Version  features  instant  scoring  and  a  six  page  report,  a  full  online  tutorial,  easy  emailing  of  scores,     expanded  coverage  of  related  topics,  and  tools  for  consultants.    Price:  $6.95  per  user.      For  help  in  deciding   which  version  to  use,  click  on  Available  Formats  tab  here.     Trainers  love  our  Dashboard,  which  puts  powerful  user  management  tools  at  your  fingertips  on  one  screen.     Register  users   in   seconds   and,   with   a   single   click,  email  the   whole   group   instructions   for   taking   the   inventory.      Control  the  timing  of  when  users  receive  the  score  reports.    Monitor  who  has  taken  the  inventory   and  who  has  not.    View,  print,  or  email  user  scores.    Create  a  group  report  of  all  the  users  in  your  group  with   ease  with  an  Excel  spreadsheet  printout.      Track  number  of  users  and  see  at  a  glance  how  many  accounts  you   have  purchased  that  remain  unused.         If  you  don’t  need  have  the  time  or  requirement  to  manage  the  user  experience,  you  might  want  to  opt  for  our   coupon  system.    Simply  give  your  users  a  coupon  code  and  direct  them  to  our  site.    They  register  themselves,   take  the  inventory,  and  bring  the  score  report  to  your  classroom.   Why  Trainers  Love  Style  Matters   • Its  simple  "five-­‐styles-­‐of-­‐conflict"  framework  is  familiar  to  many  trainers.    If  you  have  worked  with  the   Thomas  Kilmann  or  other  five-­‐styles  framework  it’s  an  easy  switch.   • Questions  answered  on  a  1-­‐7  spectrum;  no  forced  choices!   • Positive  and  empowering  in  tone,  it  honors  strengths  of  all  styles  while  showing  the  limits  of  each.     • Cross-­‐cultural  option  (included  in  all  versions  but  unobtrusive  in  settings  where  not  needed)  makes  Style   Matters  credible  to  people  from  diverse  cultural  backgrounds  and,  with  suggested  discussion  questions,   helps  groups  talk  about  cultural  differences.   • A  full  page  of  tips  for  each  style  gives  clear  guidance  on  how  to  bring  out  the  best  in  others.    Participants  go   home  with  practical  insights  that  really  make  a  difference.   • Free  step-­‐by-­‐step  Trainer's  Guide  makes  it  easy  to  plan  workshops.      Eighteen  pages  of  clear  instructions.     • Great  discussion  questions!    Put  people  in  small  groups  and  watch  discussion  take  off  with  proven  starters.   • Affordability.    No  more  headscratching  about  whether  budgets  can  handle  a  needed  tool.   • Frees  up  training  time.    The  Online  Version  makes  it  easy  to  have  users  take  inventory  before  arrival  at   workshop  or  enables  distance  learning  and  consultation.    Emailable  six-­‐page  score  report.   Research  Validation  of  Style  Matters   A  2005  doctoral  study  on  conflict  styles  of  nursing  home  administrators  found  that  Style  Matters  performed   well  in  reliability  testing  and  is  “valid  and  reliable”.      A  study  completed  in  February,  2010,  by  researchers  at   West  Chester  University  of  Pennsylvania  administered  Style  Matters  to  more  than  300  subjects  and  tested  for  
  4. 4. Copyright  2013.    www.RiverhouseePress.com      Center@RiverhouseEpress.com     validity  and  reliability,  standard  benchmarks  in  testing.    Researchers  rated  Style  Matters  well  on  both  counts  in     findings  reported  in  2010  at  the  96th  Annual  Convention  of  the  National  Communication  Association.             Quotes  from  Users  of  Style  Matters   All  quotes  by  permission.   “We  were  previously  using  the  Thomas-­‐Kilmann  in  our  staff  trainings  and  have  received  a  lot  of  positive  feedback  since  the  switch.”            *    Michael  E.  Rhodes,  LCSW,  CPHQ,  Director  of  Quality  Improvement,  Preferred  Behavioral  Health  of  NJ,  Brick,  NJ     “As  an  HR  consultant  team  we  found  your  inventory  and  trainer's  guide  to  be  very  effective.    Participants  in  our  last  training  session   really  enjoyed  and  learned  from  understanding  their  own  conflict  style  and  learning  how  to  more  effectively  engage  with  others  in  a   conflict  situation.    Thanks  for  developing  such  a  great  tool!”   *    Naomi  Shively,  Shivelly  LLC,  Canton,  GA   “I  want  to  say  how  pleased  I  am  with  the  instrument.    Earlier  this  fall  I  previewed  the  instrument  and  facilitators  guide  -­‐  last  week   was  the  first  time  I  had  an  opportunity  to  use  it  and  it  was  very  well-­‐received  by  the  group.”              *  Doris  Trainor,  Director  of  Employee  Relations  and  Professional  Development,  Loyola  College,  Baltimore,  MD “We  have  used  the  Kraybill  Conflict  Style  Inventory  twice  and  are  extremely  pleased.....”            *  James  Reynolds,  Organizational  Development  and  Training,  Department  of  Consumer  and  Business  Services,    Oregon “I  use  Style  Matters  as  a  teaching  tool  in  my  basic  mediation  classes  and  in  seminars  for  experienced  conflict  resolution   professionals.  Every  time  I  use  the  inventory,  participants  become  thoroughly  engaged  in  learning  about  their  own  and  others'   conflict  styles.  When  they  evaluate  classes  and  seminars,  they  frequently  write  that  they  will  use  the  information  learned  through   the  inventory.”      *  Walter  Wright,  Associate  Professor,  Legal  Studies,  Department  of  Political  Science,  Texas  State  University,  San      Marcos,  Texas   “Recently  I  used  your  conflict  style  inventory  with  a  local  organization..  We  spent  a  day  on  it  and  they  really  liked  it.  People   commented  a  lot  about  how  much  they  got  out  of  it.....  “            *      Phoebe  Kilby,  Sympoetica,  Woodstock,  Virginia “Having  used  [it]  for  several  years,  I  can  say  it  is  hands-­‐down  the  best  thing  on  the  market.  I  do  a  fair  amount  of  mediation  training   and  I  find  that  the  approach  the  inventory  takes  makes  it  extremely  useful  for  training.....  I  have  also  used  it  with  professionals   (engineers,  planners,  lawyers)  and  find  it  effective  in  introducing  concepts  and  skills  of  conflict  resolution.”            *    Laura  Bachle,  Confluence  Consulting   “Very  helpful  in  starting  discussion  and  giving  us  a  framework  to  use  when  we  are  processing  conflicts  within  the  group.  It's  simple   to  understand  and  fun  to  work  with!            *    Penn  Garvin,  Long-­‐time  trainer,  mediator,  community  activist  and  founder  of  International  Peacebuilders,  Managua,  Nicaragua   “Finally,  a  multi-­‐faceted  tool  that  unpacks  a  diversity  of  conflict  styles  without  putting  one  in  a  box.  Bravo!  The  highlights  of  culture,   situational  context  and  conflict  intensity  are  welcomed  complexities  that  give  integrity  to  the  inventory....  [It  was]  a  thought-­‐ provoking  experience  in  discovering  stepping  stones  for  conflict  transformation  competencies..”            *    Carl  Stauffer,  Co-­‐  ordinator,  Regional  Peace  Network  Southern  Africa,  Mennonite  Central  Committee ”I  have  found  The  Kraybill  Conflict  Response  Inventory  a  wonderful  tool  in  both  mediation  and  counseling  settings  in  the  United   States  and  internationally.  It  has  been  especially  helpful  in  my  leadership  training  courses  taught  in  the  US,  Philippines,  and  Congo-­‐ DRC.”                   *    Tony  Redfern,  Executive  Director,  New  Path  Center,  Inc.  ,  Kingsburg,  California   ”An  excellent  tool!  A  thorough  presentation  that  can  be  used  by  people  from  all  cultures.  Asks  the  right  questions,  deals  with  the   important  reality  that  people  react  differently  to  conflicts  in  the  beginning  than  later  when  they  intensify.  The  reflections  and   discussion  section  is  really  well  done.  The  suggestions  are  practical,  and  allow  participants  to  go  deeper  into  analysis.”            *    Brian  Bloch,  Director,  ISKCONResolve,  Mumbai,  India ”A  very  useful  instrument.  Concise,  well  organized,  with  easy  to  follow  instructions.  Interpretation  is  clear,  simple,  and  specific.  The   helpful  "Hot  Tips  for  Working  with  Styles  of  Others"  reflect  the  competence  and  experience  of  the  author.  This  is  an  instrument  I  am   eager  to  use  in  my  work  as  a  consultant  and  teacher.  “            *        Marcus  G.  Smucker,  PhD.    Congregational  consultant,  Lancaster,  Pennsylvania   ”….  a  huge  success  in  class.  My  students  were  very  fascinated  by  their  results...Thank  you  so  much!”            *    Professor  at  North  Carolina  College  
  5. 5. Copyright  2013.    www.RiverhouseePress.com      Center@RiverhouseEpress.com                                                             Information  on  Style  Matters  from  www.ConflictStyleMatters.com;  on  Thomas  Kilmann  from  www.CPP.com User  comments  on  Style  Matters  here.                 Style  Matters   The  Kraybill  Conflict  Style  Inventory   Thomas  Kilmann   Conflict  Mode  Instrument   Five-­‐styles-­‐of-­‐conflict  model,  based  on  Mouton   and  Blake  Axis   X   X   Take  in  15  minutes  or  less   X   X   Suitable  for  individual  or  group  purposes   X   X   Full  interpretation  info  included   X   Minimal   Group  discussion  questions  included   X     Designed  for  single  culture  or  multicultural   settings.   X     Scores  for  differing  responses  in  settings  of  Calm   and  Storm.   X     Full  page  of  tips  for  each  style  on  how  to  bring   out  the  best  in  partners  and  colleagues.   X     Reviews  strengths/weaknesses  of  each  style   X   X   Validated  in  psychometric  research.   Researched  and  fully  “valid  and   reliable”.      Modest  research  base.   Researched  and  fully  “valid  and   reliable”.    Large  research  base.   PRICING        (shipping  extra)   Cost  per  single  print  copy   $7.95  in  black  and  white   $9.95  full  color   $16.50   Best  price  in  bulk  print  purchase   $5.95    in  black  and  white   $7.95  full  color   $15.60   Available  in  PDF  to  make  your  own  copies   $6.95  for  PDF.    Make  copies  as   needed  for  $3.50  per  copy.   Not  available  in  PDF;  make  copies  of   print  version  for  $13.45  per  copy.   Online  version   $6.95;    includes  score  report  and   interactive  tutorial.   $16.50;  includes  score  report;  no   tutorial.   Guidance  for  users  to  interpret  scores   Included  with  the  inventory   Additional  booklet   recommended  for  $16.95     Detailed  Trainers  Guide   Free  detailed  Trainers  Guide    $190   Suite  of  trainer  support  tools:  Dashboard,   consultant’s  own  “landing  page”  to  welcome   users,  access  to  scores  of  whole  group.   Available  in  12-­‐36  hours.         Not  available   Product Comparison   Style  Matters:  The  Kraybill  Conflict  Style  Inventory     vs.     Thomas  Kilmann  Conflict  Mode  Instrument  
  6. 6. Copyright  2013.    www.RiverhouseePress.com      Center@RiverhouseEpress.com     Sample  Score  Report   from  Style  Matters  ONLINE  VERSION               Score  Report  for  Neville  Chamberlain   Introduction   This  report  draws  together  important  insights  from  the  Style  Matters  tutorial  and  organizes  them  according  to   your  scores  so  that  the  information  about  your  key  styles  is  easily  available  to  you.   In  this  Expanded  Report  you  will  find:   a)  A  chart  of  your  scores  in  all  the  styles;   b)  A  summary  of  the  styles  to  which,  according  to  your  scores,  you  should  pay  the  most  attention;     c)  Detailed  information  about  the  style  for  which  you  scored  highest  in  Storm  settings.  Since  this  is  the  style  you   are  most  likely  to  use  when  you  are  under  stress,  it  is  particularly  important  to  understand  this  style  well.   d)  Detailed  information  about  the  style  in  which  you  score  the  lowest  in  Calm.    Getting  better  acquainted  with  this   style  is  likely  to  expand  the  range  of  styles  you  are  able  to  use  effectively,  since  you  seem  to  use  it  least,  even  in   the  favorable  environment  of  low  stress  settings.   e)  Comments  about  your  "Storm  Shift",  that  is,  the  extent  to  which  your  response  to  conflict  changes  when  you   are  getting  frustrated.     f)  A  list  of  resources  for  further  learning  about  conflict  styles.    We  recommend  in  particular  that  you  spend  at  least   a  few  minutes  on  the  tutorial  on  the  Style  Matters  website  at  www.ConflictStyleMatters.com,  as  this  will  give  you   a  framework  for  understanding  the  information  below.    In  fact,  you  will  get  the  most  out  of  the  info  above  if  you   go  first  to  the  tutorial.             This  report  can  be  easily  printed  or  emailed  by  user   immediately  after  taking  the  inventory.      
  7. 7. Copyright  2013.    www.RiverhouseePress.com      Center@RiverhouseEpress.com       Your  Conflict  Styles  in  Order  of  Preference   Below  is  a  list  of  conflict  styles,  arranged  in  the  order  in  which  you  are  likely  to  use  them.  The  list  on  the  left  shows   your  preferences  when  things  are  Calm,  that  is,  in  everyday  disagreements  that  have  not  raised  emotions  to  a   high  level.  On  the  right  are  the  styles  in  your  order  of  preference  in  Storm,  when  anger  and  frustration  are  high.     Calm   Response  when  issues/conflicts  first  arises     Storm   Responses  after  the  issues/conflicts  have  been   unresolved  and  may  have  grown  in  intensity     12     Compromising     8     Harmonizing     8     Avoiding     6     Directing     5     Cooperating       11   Directing   5   Avoiding   4   Harmonizing   4   Compromising   3   Cooperating         Styles  to  Study  with  Particular  Care   Preferred  Style.    The  style  you  use  the  most  in  Storm  is:  11  Directing.  Give  your  best  attention  to  this  style,  for  it  is   the  one  most  active  when  you  are  under  high  stress.  Knowing  its  strengths  and  dangers  is  important.  You  will  also   want  to  review  the  list  of  things  that  others  around  you  can  do  to  support  you  to  function  at  your  best.   Least  Preferred  Style.    The  style  you  use  the  least  in  Calm  is:  5  Cooperating.  Studying  this  style,  particularly   recognizing  its  strengths,  is  likely  to  expand  your  range  of  response  in  conflict.   Storm  Shift:  The  style  that  changes  the  most  for  you  when  you  shift  from  Calm  into  Storm  mode  is:  Compromising   Styles  goes  down  by  8  points.  The  Storm  shift  can  be  important  because  you  may  surprise  and  confuse  people  if   there  is  a  drastic  change  in  your  styles  when  you  move  into  Storm  mode.   You will learn more about each of the above scores in the tutorial that follows or from your trainer if you are taking a workshop, or in the Expanded Report, available in the left menu after you login to the Riverhouse website at www.ConflictStyleMatters.com    
  8. 8. Copyright  2013.    www.RiverhouseePress.com      Center@RiverhouseEpress.com     Your Highest Score in Storm is in the Directing Style   This  suggests  that  in  circumstances  where  stress  and  tension  are  high  you  press  ahead  with  your  own  agenda  and   focus  on  what  you  feel  needs  to  be  said  or  done,  without  being  distracted  by  the  words  or  agendas  of  others.  Like   all  the  styles,  Directing  has  a  particular  set  of  strengths  and  weaknesses  that  you  should  be  aware  of.   Strengths  of  Directing   Strengths  associated  with  wise  use  of  this  style  include  abilities:   -­‐  To  assert  yourself  and  be  heard,  even  in  difficult  circumstances   -­‐  To  be  decisive  and  take  action  in  the  face  of  challenge   -­‐  To  take  a  stand  on  principles  or  to  defend  others  in  need  of  protection   -­‐  To  exercise  leadership  and  authority,  to  give  instructions,  set  limits,  and  coordinate   -­‐  Directing  is  necessary  for  certain  circumstances:  A  ship's  captain,  an  emergency  room  doctor,  a  traffic  officer  in   an  intersection,  or  the  leader  of  a  youth  group  on  a  fieldtrip  are  only  a  few  examples  of  people  who  serve  others   best  by  being  clearly  in  charge.  People  scoring  high  in  Directing  often  have  an  unusual  ability  to  act,  take  charge,   coordinate,  do  challenging  work,  and  persist  rather  than  give  up  or  give  in  when  things  are  difficult.   Costs  of  Unwise  Use   Unwise  or  excessive  use  of  Directing  is  likely  to  bring:   -­‐    Frequent  conflict  with  peers   -­‐    Damage  to  relationships  important  to  you   -­‐    Reduced  morale,  resentment  or  discouragement  among  those  under  your  supervision.    Those  living  with   someone  who  regularly  uses  Directing  excessively  are  at  risk  for  depression  as  they  must  constant  swallow   disapointment  and  anger.   -­‐    Reduced  access  on  your  part  to  perspectives  and  information  held  by  others  (if  they  decide  the  best  thing  to  do   is  reduce  their  interaction  with  you)   Steps  to  Maintain  Balance     You  can  take  special  measures  so  you  experience  more  of  the  benefits  of  wise  use  of  Directing  and  fewer  costs  of   unwise  use:   -­‐ Expand  your  flexibility  and  skills  in  other  styles  so  that  you  do  not  rely  more  than  is  necessary  on  Directing.   -­‐    Hone  your  skill  in  listening  well.  Being  a  good  listener  rarely  detracts  from  the  ability  to  act  decisively  when   necessary.   -­‐    Put  conscious  effort  into  work  on  relationships.  Look  for  opportunities  to  support,  affirm,  appreciate  others.   Read  the  section  on  Support  Strategies  for  each  style  for  specific  suggestions  on  how  to  support  each  of  the  other   styles.  The  Support  Strategies  for  Harmonizing  and  Avoiding  will  be  especially  useful  info  for  you.   -­‐    Develop  the  ability  to  be  in  charge  in  ways  that  respect  and  honor  others.  This  is  largely  a  matter  of  tone  and   body  language.  Be  strong  and  respectful.   -­‐    Consult  with  others  where  possible.  Invite  input  from  others  and  incorporate  as  much  as  you  can  into  your  work.   Doing  this  does  not  remove  your  authority  to  make  final  decisions.   Support  Strategies  for  Directing   Each  style  benefits  from  certain  Support  Strategies  that  other  people  can  take.  You  may  wish  to  discuss  with   friends  and  colleagues  those  suggestions  below  that  you  would  you  particularly  like  others  to  know  about  and  use   with  you:  
  9. 9. Copyright  2013.    www.RiverhouseePress.com      Center@RiverhouseEpress.com     -­‐    People  who  score  high  in  Directing  are  task-­‐oriented.  They  appreciate  when  others  are  task-­‐oriented  too  and   focus  on  getting  the  job  done.   -­‐    Directors  get  frustrated  with  inaction;  they  want  to  make  a  decision  and  act.   -­‐    Directors  value  information  so  they  know  what  is  going  on.     -­‐    Most  Directors  function  better  when  others  speak  up.    In  appropriate  settings,  provide  information  about  your   views  and  intentions;  don't  go  silent.   -­‐    Directors  want  to  know  that  things  are  going  to  get  resolved.  Don't  walk  out  or  withdraw  without  explanation.       If  you  need  a  break  from  intense  conversation,  it's  probably  fine,  so  long  as  you  use  a  two-­‐step  approach:    1)   Explain  that  you  need  a  break  and  will  come  back  at  a  specific  time  (in  an  hour,  a  day,  a  week,  etc.)  to  continue   the  discussion;    2)  Return  at  the  agreed  time  for  further  conversation.  This  addresses  the  Director's  need  to  feel   assured  the  discussion  will  in  fact  take  place.   -­‐      Do  relationship-­‐building  in  times,  places,  and  ways  that  don't  hinder  getting  the  task  done.    Then  Directors  are   more  likely  to  join  in  with  enthusiasm.     -­‐    Don't  just  tell  a  Director  you  have  a  problem;  make  it  clear  that  you  want  to  work  with  him  or  her  to  solve  it.   -­‐    Tell  the  Director  what  you  want  rather  than  dwelling  on  what  you  don't  want.       Your Lowest Score in Calm is in the Cooperating Style   This  suggests  that  in  the  early  stages  of  conflict,  when  it's  just  an  everyday  disagreement  and  things  have  not  yet   gotten  emotional  or  terribly  frustrating,  you  rarely  use  Cooperating.  This  is  good  in  that  you  are  able  to  avoid  the   possible  weaknesses  of  the  Cooperating  style,  such  as  spending  too  much  time  and  energy  debating  every  small   issue.       But  every  style  has  strengths  as  well  as  weaknesses.  You  will  be  most  effective  in  conflict  if  you  are  able  to  use  all   five  styles  when  the  circumstances  require.  Since  you  seem  to  be  uncomfortable  with  Cooperating,  you  may  be   able  to  expand  your  conflict  handling  ability  by  taking  a  good  look  at  this  style  and  increasing  your  ability  to  use  it.   Cooperating  is  a  "both...and..."  response  to  conflict.  That  is,  you  both  assert  your  own  needs  and  support  your   opponent  by  thoughtfully  hearing  and  supporting  their  needs.  Cooperating  requires  investing  time  and  energy   into  conversation  to  look  at  the  needs  of  both  sides  and  seek  ways  to  address  both.   Although  it's  not  the  answer  for  all  circumstances,  Cooperating  is  wise,  indeed,  necessary  at  times:     -­‐    When  you  care  deeply  about  both  the  issues  at  stake  as  well  as  the  relationships.   -­‐    When  a  long-­‐term  relationship  is  involved,  and  thus  where  keeping  both  sides  happy  is  important.   -­‐    When  significant  truth  exists  in  the  views  of  both  sides.   -­‐    When  you  seek  a  creative  new  solution  that  requires  careful  study  of  all  sides  of  the  situation.   -­‐    When  you  want  to  develop  skills  of  problem  analysis  and  problem  solving  that  may  strengthen  your  capacity  in   other  areas  as  well.   -­‐    When  you  want  to  create  a  sense  of  teamwork,  high  morale,  and  build  confidence  for  taking  on  difficult  issues.   -­‐    When  you  want  to  break  out  of  an  atmosphere  of  competition  and  wish  to  demonstrate  ways  of  dealing  with   conflict  that  go  beyond  competition.   The  styles  you  scored  high  in  are  valuable  and  you  should  continue  to  use  them  in  settings  right  for  them.  But  you   may  wish  to  experiment  with  getting  more  comfortable  with  Cooperating,  especially  in  settings  where  you  really   care  about  both  the  relationship  and  the  issues  involved.      But  remember  to  select  issues  important  enough  to   merit  the  time  and  energy  required  for  this  response.  
  10. 10. Copyright  2013.    www.RiverhouseePress.com      Center@RiverhouseEpress.com           Your  Storm  Shift  is  8,  Which  is  Large  and  Merits  Careful  Attention   Your  scores  in  Calm  reflect  your  behavior  in  dealing  with  differences  when  anger  and  frustration  are  low.  Your   scores  in  Storm  reflect  your  behavior  when  things  are  not  going  as  you  wish,  when  you  are  frustrated  and   probably  angry.  Your  "Storm  Shift"  is  the  change  in  your  behavior  from  Calm  to  Storm.  As  a  general  principle,  the   bigger  your  Storm  Shift,  the  more  attention  you  should  pay  to  it,  for  a  large  Storm  Shift  means  that  other  people   are  probably  surprised,  shocked,  or  hurt  by  unexpected  changes  in  your  behavior.  In  your  case,  your  Storm  Shift  of   8  points  in  the  Compromising  style  is  on  the  high  end  of  the  scale.  This  suggests  a  high  likelihood  that  people  close   to  you  are  surprised  or  hurt  by  your  response  to  difficult  conflict,  since  you  appear  to  respond  quite  differently  in   Storm  than  in  Calm  settings.  You  will  benefit  from  reading  the  suggestions  on  the  Riverhouse  website  about   Weathering  the  Storm  Shift  and  inviting  others  who  know  you  well  to  give  you  feedback  about  what  they  observe   in  your  behavior  when  you  are  in  Storm  settings.     For  Further  Study   There  are  numerous  resources  on  the  Riverhouse  ePress  site  that  you  may  wish  to  study  farther:   A  set  of  principles  and  suggested  Learning  Activities  to  assist  in  understanding  your  scores.   Guideline  for  Weathering  the  Storm  Shift,  a  special  concern  if  you  have  a  large  shift  from  Calm  to  Storm  in  any  of   your  leading  styles.   Tips  on  choosing  the  right  style,  so  you  know  when  and  when  not  to  use  each  style.   Support  strategies  for  each  style,  important  information  that  will  help  you  not  only  to  understand  your  own  needs   in  conflict  but  also  to  know  exactly  how  to  support  other  people  with  different  styles.  You  can  easily  create  a  list   of  support  strategies  tailored  to  your  own  specific  needs  at  the  MySupport  page.   A  review  of  key  concepts  of  Anger  Management   A  summary  of  the  principles  underlying  conflict  style  management  and  this  inventory.   A  set  of  discussion  questions  for  groups  large  or  small  wanting  to  reflect  on  conflict  ostyles.   An  essay  on  culture  and  conflict.   A  large  number  of  web  resources  on  conflict  styles.              
  11. 11. Copyright  2013.    www.RiverhouseePress.com      Center@RiverhouseEpress.com         If  you  have  gotten  this  far,  you  are  already  well  beyond  99%  of  human  beings  in  the  effort  you  have  invested  in   understanding  and  strengthening  your  response  to  conflict.  Someday,  we  may  live  in  a  world  when  it  is  recognized   that  everyone  benefits  from  learning  a  few  basics  for  handling  conflict,  just  as  today  it  is  taken  for  granted  that   learning  to  read  is  a  basic  for  everyone.  We  salute  you  for  the  steps  you  have  taken  and  wish  you  well  in  your   efforts  to  build  that  world!       Send  results  to:  (Check  spam  filter  if  no  email  appears.)   Email:     Email:     Email:     Message:                 Send
  12. 12. Copyright  2013.    www.RiverhouseePress.com      Center@RiverhouseEpress.com          Who  uses  Style  Matters?      A  partial  listing  of  clients.